LD003 ORGANIZATIONAL CULTURE

LD003 ORGANIZATIONAL CULTURE

This Assessment consists of a series of short-answer questions. Each question is related to specific ways early childhood leaders can assess and positively impact organizational culture

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Use the Ten Dimensions of Organization Climate table found below as needed, to inform your responses.

1. Describe at least one specific way that early childhood professionals can facilitate collegiality in early childhood settings (Length requirement: 2–3 sentences)

 Learning objective to be demonstrated in the Response – Apply knowledge of the characteristics of positive work environments to build effective organizational culture.

 Leading and Managing Personnel, Chapter 5, (pp. 103-107)

Freeman, N. K., Decker, C. A., & Decker, J. R. (2013). Planning and administering early childhood             programs (10th ed.). Boston, MA: Pearson.

  Explain at least one way that early childhood professionals can make decisions that promote a positive work environment. Describe the strategy and include a specific example. (Length requirement: 2–3 sentences)

 Learning objective to be demonstrated in the Response – Apply knowledge of the characteristics of positive work environments to build effective organizational culture.

How’s the Weather in Your Center, Chapter 1, (pp. 1-20)

Bloom, P. J., Hentschel, A., & Bella, J. (2010). A great place to work: Creating a healthy       organizational climate (2nded.). Lake Forest, IL: New Horizons.

 Explain at least one strategy that early childhood professionals can use to ensure that staff clearly understand and adhere to policies, procedures, and job responsibilities. (Length requirement: 2–3 sentences)

 Learning objective to be demonstrated in the Response – Apply knowledge of the characteristics of positive work environments to build effective organizational culture.

Bloom, P. J., Hentschel, A., & Bella, J. (2010). A great place to work: Creating a healthy       organizational climate (2nded.). Lake Forest, IL: New Horizons.

  Explain at least one strategy that supervisors can use to foster an atmosphere of support and encouragement in early childhood settings.

(Length requirement: 2–3 sentences)

 Learning objective to be demonstrated in the Response – : Apply knowledge of the characteristics of positive work environments to build effective organizational culture.

 The Relationship Between Organization Climate and Classroom Quality

National Louis University, McCormick Center. (2011b). The relationship between organizational        climate and classroom quality [Research notes]. Retrieved from http://mccormickcenter.nl.edu/wp-            content/uploads/2013/03/rnsp11.pdf

 Explain at least one strategy that early childhood professionals can use to support positive professional growth and development. (Length requirement: 2–3 sentences.)

Learning objective to be demonstrated in the Response – Apply knowledge of the characteristics of positive work environments to build effective organizational culture.

The Six Essentials of Workplace Positivity

Cabrera, E. F. (2012). The six essentials of workplace positivity. Retrieved             from http://innovationecosystem.pbworks.com/w/file/fetch/63566498/Cabrera-6essentials.pdf

6. Explain at least one way that early childhood professionals can assess organizational culture. In addition, explain why assessing organizational culture is important in early childhood settings. (Length requirement: 1–2 paragraphs)

Learning objective to be demonstrated in the Response  – Understand the importance of              assessing the culture of early childhood organizations. Resource: “Early Childhood Work            Environment Survey” from the McCormick Center

Measuring the Climate of Your Program, Chapter 2, (pp. 21-31)

Bloom, P. J., Hentschel, A., & Bella, J. (2010). A great place to work: Creating a healthy        organizational climate (2nd ed.). Lake Forest, IL: New Horizons.

Partly Cloudy or Partly Sunny—Viewing the World Through Different Lenses Chapter 3, (pp. 33-42)

Bloom, P. J., Hentschel, A., & Bella, J. (2010). A great place to work: Creating a healthy       organizational climate (2nd ed.). Lake Forest, IL: New Horizons

 Scenario: Your assistant director has a tendency to send out e-mails with important information at the end of the day—when many teachers are in a hurry to get home and are unlikely to check their e-mail until the next morning. Several teachers have complained that this leads them to miss e-mails that contain relevant information. What would you suggest to your assistant director as a better way to convey information, including alternate modes of communication? (Length requirement: 2–3 paragraphs.)

Learning objective to be demonstrated in the Response – Analyze the role of administrators in   creating positive organizational culture.

Changing the Weather – The Director’s Role, Chapter 4, (pp. 43-54 and pp. 55-82)

Bloom, P. J., Hentschel, A., & Bella, J. (2010). A great place to work: Creating a healthy       organizational climate (2nd ed.). Lake Forest, IL: New Horizons.

 Scenario: Your center is located in a mid-sized town where median incomes are fairly low. You have several competitors in the area. Given these factors, you try to keep your tuition rates as low as possible. Of course, the salaries of your teachers are also fairly low, though you have given small raises in each of the last 3 years to ensure that your salaries are slightly above the going rate in your community.

Your teachers are extremely dedicated, and you know that they are the heart and soul of your     program. You would like to provide them with greater rewards, but your budget for the coming              year does not have room for pay increases.

Explain your plan for providing staff recognition and rewards in the coming year and how you      will communicate this plan to your staff. Explain how your plan might impact staff morale and             organizational culture. (Length requirement: 2–3 paragraphs.)

Learning objective to be demonstrated in the Response – Analyze the role of administrators in   creating positive organizational culture AND Explain the impact of organizational culture on staff morale.

Primal Leadership: The Hidden Driver of Great Performance

Goleman, D., Boyatzis, R. E., & McKee, A. (2001, December). Primal leadership: The hidden driver   of great performance. Harvard Business Review, 79(11), 42–51. Retrieved             from https://cb.hbsp.harvard.edu/cbmp/pl/67646085/67646087/3545a13a795516838719ad8485a217c

9. Scenario: Teachers in your center often come to you with ideas about how the center can apply research-based strategies to improve the curriculum. How do you remain open to innovations in your center and create an atmosphere where new ideas can be introduced and experimented with? Describe your plan for encouraging innovation in this center, and explain how this plan can contribute to staff morale and a positive organizational culture. (Length requirement: 2–3 paragraphs.)

Learning objective to be demonstrated in the Response – Analyze the role of administrators in   creating positive organizational culture AND Explain the impact of organizational culture on staff morale.

Quality in Context – How Directors’ Beliefs, Leadership, and Management Practices Relate to            Observed Classroom Quality

National Louis University, McCormick Center. (2011a). Quality in context—how directors’ beliefs,     leadership, and management practices relate to observed classroom quality [Research notes].     Retrieved from http://mccormickcenter.nl.edu/wp-content/uploads/2013/03/rnw11.pdf

Motivation, Work Satisfaction, and Teacher Change Among Early Childhood Teachers

Wagner, B. D., & French, L. (2010). Motivation, work satisfaction, and teacher change among early    childhood teacher. Journal of Research in Childhood Education, 24(2), 152–171.

10. Scenario: Your center has hired five new teachers in the last 2 years, and the number of children you care for has increased as well. Several teachers have come to you to discuss the lack of personal space in the center—there is a small lounge for teachers next to your office, and 10 teachers must share a small closet for their personal possessions. Teachers have also expressed a need for additional work space where they can prepare materials for their classrooms. Tensions have risen over the issue, as teachers vie for the limited available space. One veteran teacher has been loudly voicing her displeasure and the negativity seems to be spreading.

Explain how this situation illustrates the impact of organizational culture on staff morale. Why is                 it important for you to address the situation promptly and effectively? Describe at least one             strategy might you use to improve the situation, keeping in mind that expanding the facility is            not an option. (Length requirement: 2–3 paragraphs.)

Learning objective to be demonstrated in the Response – Explain the impact of organizational     culture on staff morale.

Motivation, Work Satisfaction, and Teacher Change Among Early Childhood Teachers

Wagner, B. D., & French, L. (2010). Motivation, work satisfaction, and teacher change among early    childhood teacher. Journal of Research in Childhood Education, 24(2), 152–171.

Growing Organizational Culture: The Power of Stories

Greenman, J. (2008). Growing organizational culture: The power of stories. Child Care Exchange,      May/June. Retrieved from https://www.childcareexchange.com/article/growing-organizational-  culture-the-power-of-stories/5018149/

11. Scenario: Your small center has been operating for almost 10 years. Most of your teachers have been together since the beginning, and they get along well and are supportive of each other. The teachers follow a well-established curriculum and classroom routine. Your policies and procedures haven’t changed in years. Things are going well.

Although things are stable, you notice that there is a definite lack of enthusiasm among the staff. Classrooms are looking a bit run down and, too often, it appears that teachers are just “going through the motions,” doing the same lessons and activities year after year.

As you approach your 10-year anniversary, your thoughts turn to the future. What concerns do   you have about the organizational climate at your center? What impacts might the current       climate have on the children and families that you serve?

Describe at least one strategy you would use to improve the climate and why these are necessary to meet your responsibilities to children and families. (Length requirement: 2–3 paragraphs.)

Learning objective to be demonstrated in the Response – Explain the impact of organizational culture on children and families.

Improving Family Engagement: The Organizational Context and Its Influence on Partnering With       Parents in Formal Child Care Settings

Douglass, A. (2011). Improving family engagement: The organizational context and its influence on    partnering with parents in formal child care settings. Early Childhood Research and Practice, 13(2).

Creating an Organizational Culture of Your Dreams

Kids Matter (n.d.). Creating an Organizational Culture of Your Dreams. Retrieved             from:  https://www.kidsmatter.edu.au/early-childhood/blog/creating-organisational-culture-your-        dreams